Around 13 million people in the UK are currently going through the menopause with almost 80% of these in work. But, with research by the Fawcett Society finding that one in 10 women have left work due to menopause symptoms, employers must do more to support this group.
Recognising the needs of those experiencing menopause has many benefits for employers and employees. “Women over 50 make up the fastest-growing demographic of the UK workforce,” says Kathy Abernethy, founding clinician and menopause specialist at Peppy. “Employers unwilling to accommodate menopause symptoms are going to find it a lot harder to retain female talent, especially at senior levels.”
Workforce attraction
While one in 10 have left work due to the menopause, research conducted by Peppy found that three quarters of women had considered quitting their jobs or reducing their hours due to a lack of menopause support. Additionally, 70 per cent felt their work was negatively affected by menopause symptoms.
This adds up to a significant drain on productivity. Niki Spencer, proposition lead for wellbeing at Axa Health, points to a report from Health & Her. “This found that 14 million working days are lost each year due to menopause,” she explains. “It makes sense for employers to remove the stigmas around menopause and help employees with symptoms. It reduces sickness absence and drives up engagement.”
As well as supporting those experiencing symptoms, and their partners, a proactive approach to menopause can have far-reaching benefits. “It links into equality, diversity and inclusion (EDI) and corporate social responsibility (CSR),” says Debra Clark, head of wellbeing at Towergate Health & Protection. “This feeds into the employee value proposition, helping to make the organisation an attractive place to work.”
nsurance plans
There are plenty of products and services available for employers wishing to raise awareness and support employees dealing with the symptoms of menopause. These include helplines, education, specialist consultations and hormone testing. “There is much more available in the corporate space now,” says Clark. “It offers employees confidence and certainty: anyone can google menopause but if an employer offers a service, it’s a trusted source of information. It also shows the organisation recognises menopause as an issue.”
Menopause support is increasingly included on medical insurance plans. As examples, insurers such as Axa Health and Vitality have teamed up with Peppy to offer members access to its app, while Bupa offers a menopause helpline for advice and support and has also developed its menopause plan, which offers menopause treatment and support.
The needs of those going through menopause have also been factored into clinical. For instance, at Axa Health, members undergoing any type of clinical intervention can select a specialist with menopause expertise. Elizabeth Pocock, proposition lead for cancer at Axa Health, explains: “We reviewed all our specialists and now offer a ringfenced network of those who have British Menopause Society accreditation. This means employees will be able to access specialists who understand how any menopause symptoms affect their treatment.”
WPA has also recognised the needs of this group of employees with its LifeStage Health product. This is more like a cash plan, giving employees access to a pot of money that can help them fund tests and specialist consultations for different stages of life, including menopause.
Support options
Employers can also introduce menopause support without taking out medical insurance. Employee assistance programmes can provide support and signpost people to more specialist services while health cash plans provide a number of related benefits such as therapies that may help to relieve symptoms.
There are also stand-alone services available. For example, Peppy’s menopause service provides access to one-to-one support through virtual consultations and private chats with clinical experts. Abernethy says: “Granting employees access to specialist care can be a huge help for people experiencing adverse menopause symptoms. People need accurate, clinical advice to help them get through it.”
As well as the specialist healthcare support, Peppy also gives access to virtual events with expert speakers, information on related health topics and an eight-week menopause course to help them understand and better manage symptoms.
Reproductive health specialists Hertility Health has also entered this space, recently launching its menopause service. This provides employees with an initial consultation with a menopause specialist where they can discuss symptoms and ways to manage them. Where further insight is required, this may also include a hormone test to help determine what sort of treatment is required.
Hertility Health also supports employers with education workshops to help raise awareness and educate employees as well as comprehensive menopause policies to ensure the right support structure is in place. “By offering these services as benefits, including menopause testing and consulting with a specialist, companies can better support their employees to understand their symptoms and in turn how to manage them,” says Deirdre O’Neill, founder and CCO of Hertility Health.
Culture shift
While a range of products are available to support employees going through the menopause, it’s even more important that the right workplace culture is in place. This can help to break down the taboos and ensure that all employees understand how it affects someone experiencing menopause.
Implementing a menopause policy is a good starting point according to Alison Gill, head of HR at Advo. “Having guidance in place shows the organisation takes menopause seriously and gives employees the confidence to deal with what they’re going through,” she says. “It could include flexible working, adjustments such as changing shifts or working hours or information about the support that’s available. It’s about removing the taboos and encouraging employees to approach their employer if they’re struggling.”
Independent guidance is available. The BSI published a new standard in May covering menstruation, menstrual health and menopause in the workplace (BS 30416). This covers practical recommendations for workplace adjustments, wellbeing strategies and culture to support employees experiencing menopause or menstruation.
Menopause champions and coaches can also help to raise awareness and create the right culture. “Champions help to create safe spaces where employees feel able to talk about what they’re experiencing,” adds Gill. “I’d also recommend training the management team so they understand what menopause is and how it affects employees. Even little things like providing desk fans that plug into a computer can make a massive difference. No one wants to see employees leave because they can’t get the support they need at work.”
BOX: Menopause and the law
Menopause is covered by a couple of pieces of legislation – the Health and Safety at Work Act 1974 and the Equality Act 2010 – so failure to take the health and wellbeing of employees experiencing menopause seriously can have legal consequences. The Health and Safety at Work Act requires employers to safeguard employees’ health, safety and welfare at work. This includes ensuring the working environment doesn’t exacerbate menopause symptoms.
Similarly, although menopause isn’t a specific protected characteristic under the Equality Act 2010, discrimination cases could be brought for related characteristics such as age, sex and disability.
It is an emerging area of law with the first case, Rooney v Leicester City Council, heard in October 2023. In this, Maria Rooney, supported by the Equality and Human Rights Commission, is claiming disability and sex discrimination after she was forced to leave her job as a social worker when she felt victimised and harassed by her employer for taking extended periods of sick leave due to menopause symptoms.